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    <title>SCOWT: Semantic COmpetences for Worker Training</title>
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    <h1 id="title">SCOWT</h1>

    <h2 id="subtitle">Semantic COmpetences for Worker Training</h2>

    <h3 id="mymw-doctype">Working Draft &mdash; 25 March 2011</h3>

    <dl>

      <dt>This version:</dt>
      <dd><a href="http://purl.org/weso/ontologies/scowt-20110325">http://purl.org/weso/ontologies/scowt</a></dd>

      <dt>Latest version:</dt>
      <dd><a href="http://purl.org/weso/ontologies/scowt">http://purl.org/weso/ontologies/scowt</a></dd>

      <dt>Last Update:</dt>
      <dd>Date: 2011-03-25</dd>
<!--
      <dt>Editors:</dt>
      <dd>Alejandro &Aacute;lvarez Men&eacute;ndez, Treelogic</dd>

      <dt>Authors:</dt>
		  <dd>Alejandro &Aacute;lvarez Men&eacute;ndez, Treelogic</dd>
		  <dd>Jose Emilio Labra, WESO - Universidad de Oviedo</dd>
		  
      <dt>Contributors:</dt>
      <dd>See <a href="#acknowledgements">acknowledgements</a></dd>

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    <h2 id="abstract">Abstract</h2>
    <p>
      Organizations globalization is becoming more and more usual in ICT sector, teams composed by members from different countries and collaborating with other foreign teams is a growing tendency. However, this multicultural working environment carries remarkable problems due to linguistic and cultural issues. These problems arise not only in software development stages but also in information exchange between organization departments. The Human Resources (HR) department is one of those departments which suffer from ambiguous vocabulary where understanding concepts like "competence" or "skill" becomes a challenge for HR Managers who try to develop appropriate training plans. 
	</p>
    <p>
	  At this point, we propose a Competence Management Ontology  (SCOWT), inspired by Semantic Web technologies, Linked Data principles and the European e-Competence Framework for ICT professional competencies definition, as key component for the development of a Competence Management System that would raise the current level of semantic interoperability of data exchange between HR departments and improves efficiency of HR activities, more specifically the training activities in a global ICT organization. 
    </p>

    <h2 id="status">Status of this Document</h2>

    <h2 id="contents">Table of Contents</h2>
    <ol id="toc">
      <li><a href="#intro">Introduction</a></li>
      <li><a href="#sota">State Of The Art</a>
		<ol>
			<li><a href="#comp-management">Competentece Management</a></li>
			<li><a href="#class-system">International Professional Classification Systems</a></li>
			<li><a href="#vocab">Controlled Vocabularies in Professional Competence Definition</a></li>
		</ol>
      </li>
      <li><a href="#scowt">The SCOWT Ontology</a>
		<ol>
			<li><a href="#sec-glance">SCOWT ontology at a glance</a></li>
			<li><a href="#overview">SCOWT ontology overview</a></li>
			<li><a href="#example">Use Case Example</a></li>
			<li><a href="#reference">Cross-reference for SCOWT classes and properties</a></li>
		</ol>
    </ol>

    <h3>Appendixes</h3>
    <ol id="appendix" style="list-style-type:upper-alpha;">
      <li><a href="#references">Normative References</a></li>
      <li><a href="#changes">Recent Changes</a></li>
      <li><a href="#acknowledgements">Acknowledgements</a></li>
    </ol>

    <hr />

    <!-- ===================================================================== -->

    <h2 id="intro">1 Introduction</h2>

    <p>From an economical point of view, offshoring activities in Software Development provide great advantages for ICT enterprises because all the human resources of the enterprise can be used while developing a new product or service. The key factor of this new development paradigm is that different pieces of the same product can be developed in different countries collaborating teams from different parts of the world without scarcely have met each other. For example, in a big size development one software module may be developed in Asia, another in America and the last one in Europe, being assembled all the modules in one final product.</p>
	
	<p>Despite providing these great advantages, offshoring activities also arise cultural and linguistic problems between the members of the development. Besides, aforementioned problems related to cultural and linguistic issues are not exclusive of development teams. Human Resources departments also have to face these challenging problems while managing the skills, knowledge and competences of all the members of the organization. Diversity of competence systems where professional roles are described using different competence vocabularies, heterogeneous educational plans depending on the worker nationality and other cultural and linguistic issues become a burden for efficiency and effectiveness in the execution all the activities in a Human Resources department: recruitment, training, staffing, etc. Currently, some of these issues are solved setting a unified language and domain-specific vocabularies used for all the organization members. However, this solution brings some drawbacks as, e.g., a lack of dynamism in the decisions taking processes of the organization and does not solve cultural issues related to vocabulary ambiguity.</p>
	
	</p>For all these reasons, we propose Competence Management ontology for unifying international competence vocabularies, providing a bridge between educational learning outcomes and enterprises needs and leveraging semantic interoperability between different Competence Management Systems. In order to design an ontology aligned with international standards both from a conceptual point of view and technical, a comprehensive list of professional classification systems, international competence definition frameworks and existing RDF <a href="#rdf">[1]</a> vocabularies have been studied. The results of this studies has led to an ontology designed following the structure defined in the European e-Competence Framework <a href="#ecf">[2]</a> and a remarkable set of RDF de-facto standards vocabularies in the community of the Semantic Web <a href="#semweb">[3]</a>.
	</p>	

    <h3 id="sota">2 State of the Art</h3>

    <h4 id="comp-management">2.1 Competentece Management</h4>

    <p>In the late years, several research projects have been done in order to properly define "competence" concept and all the processes and tools related to competence management. All these previous efforts have provide a set of good practices recommended for setting an effective and efficient organizational competence system. Organizational and professional competence definition research became popular in the early 90's although all started in the 70's when industrial-scientific sector began to analyse and define the organizational structure of enterprises as a strategic point in companies growth. Later, in the 80's researchers started to study organizations understanding its resources as assets of the organization. Aforementioned early researches in the 90's were focused on the definition of key concepts like "skills", "knowledge" and "training" related to the "competence" abstraction <a href="#core">[4]</a>. These concepts were reused and analysed by different authors during all the decade. In spite of having set specific concepts related to Competence Management, authors used to define the same terminology but with different meaning or applying those same concepts to different organizational context. This issue was highlighted by <a href="#levels">[5]</a> who established three points for remarking the great problems of all the previous research to date:</p>
	<ul>
		<li>Same terminology, different meaning</li>
		<li>Competence comparison between activities related to different levels inside the processes of the organization</li>
		<li>Static concept of "Competence" without taking into account the dynamic nature of the market needs.</li>
	</ul>
	<p>Aforementioned points are properly faced by the European e-Competence Framework (e-CF), a reference framework of ICT competences developed by a large number of European ICT and HR experts. For this reason, in order to avoid previously mistakes made by the researchers in the 90's, this framework has been chosen as the foundation for the Competence Ontology that will be the key component for managing the competence knowledge inside the global organization.
	</p>
	
	<h4 id="class-system">2.2 International Professional Classification Systems</h4>

    <p>The need of comprehensive classification systems has been recognized by Governments and Statistic Institutions in order to organize and monitor the movements, the offer and the demand of professional positions depending on their professional requirements. These professional classification systems are a good tool for international governments in order to have a great picture of the dynamic nature of the laboral market and considering the social position of their population, i.e. socioeconomic issues <a href="#class-history">[6]</a>. A well-known classification system is the Occupational Classification Network (O*Net), which is the main source of professional information in the United States. O*Net is based on two different categories: the Content Model, which describes the skills and knowledge required for applying for a specific job and the O*Net Taxonomy which define 965 professional roles and the relations between each other. Another remarkable professional classification system is the International Standard Industrial Classification of Economic Activities (ISIC). ISIC is a classification system created by the United Nations Organization and its main objective is classifying all the economical activities and the functions developed by them. Both classification systems alongside the Standard Occupational Classification (SOC) and the International Standard Classification Occupation (ISCO) have been an inspiration for defining a future professional roles hierarchy in the Competence Management System.</p>

	<h4 id="vocab">2.3 Controlled Vocabularies in Professional Competence Definition </h4>

    <p>Apart from Standard Classification Systems, from a technical point of view, several vocabularies have been developed in order to improve interoperability between different Human Resources systems. The HR-XML Consortium <a href="#hr-xml">[7]</a> has been developing different versions of its vocabulary for normalizing XML messages exchanged between Human Resources systems. Nowadays the latest version of the vocabulary is the 3.1 and it is composed of several XML Schemas oriented to cover the vast majority of Human Resources processes as, e.g., professional performance evaluation, management plans exchange, employees and applicants information exchange, etc. More focused on the "competence" concept is the XML specification RDCEO  (Reusable Definition of Competency of Educational Objective) that is oriented in providing a standard framework for defining educational and professional competences. Aforementioned vocabularies are developed in XML that is a great format for information exchange but it does not cover the semantic level of interoperability that tries to solve linguistic and cultural issues, one of the milestones solved by ontologies.</p> 
	<p>Both linguistic and technical community became aware of those problems and started to study, analyse and develop the first ontologies focused on professional competences. One of the early-developed ontologies is the OntoProPer ontology <a href="#proper">[8]</a>. Despite being focused on professional matching of competences, skills and knowledge, OntoProPer has an important weak point, it is not developed using W3C standard like OWL so it can neither reuse popular vocabularies of the Semantic Web nor offer its data through the Web. More recently, Trichet et al. <a href="#common">[9]</a> started to design a competence ontology, called CommOnCV, whose goal is develop a RDFS <a href="#rdfs">[10]</a> vocabulary defining skills, knowledge and abilities for extracting professional competence and match those competencies with laboral market needs. CommOnCV is focused on ICT sector; more specifically CommOnCV is based on the French classification system for ICT sector, CIGREF. In this sense, CommOnCV is similar to SCOWT. Nevertheless, SCOWT is based on e-CF that is the foundation of CIGREF and other European classification systems like, e.g. SFIA in United Kingdom or AITTS in Germany. Another difference between CommOnCV and SCOWT is that SCOWT, unlike CommOnCV, follows the definition of "skill", "knowledge" and "competence" defined by the e-CF. With the same intention and goals of reusing existing knowledge in Competence Management domain was designed the "Knowledge Nets" ontology <a href="#impact">[11]</a>. This ontology is also implemented following W3C recommendations, i.e. OWL <a href="#owl">[12]</a>, and takes several professional vocabularies as inspiration of its work: German version of HR-XML and recognized professional classification systems like e.g., the German version of SOC (Standard Occupational Classification System). "Knowledge Nets" has an some drawbacks as, e.g., a lack of reuse of other RDF and OWL vocabularies for defining popular concepts. Reusing existing vocabularies and data let developers to create the Web of Data <a href="#linked-data">[13]</a> where all the data is interconnected.
	</p>
	<p>To sum up, great steps in the correct direction are being made in the Competence Management research, but there is an important lack of following the principles of the Web of Data alongside having as basis an international and recognized framework for defining critical concepts like "Competence", "Skill" or "Knowledge". Under the hood of these two key features, SCOWT tries to set an appropriate starting point where Semantic Web and International Competence Classification Standards meet each other and provide a solid tool for developing an ontology-based Competence Management for avoiding the current burden which hinder the improvement of efficiency and effectiveness in Human Resources processes and, more specifically in worker training  activities.
	</p>

	<h2 id="scowt">3. The SCOWT Ontology</h2>
    <!-- ===================================================================== -->
	
    <h3 id="sec-glance">3.1 SCOWT ontology at a glance</h3>

    <p>An a-z index of the <em>SCOWT Ontology</em> terms, by class (categories or types) and by property.</p>

    <!-- The list of classes and properties goes here -->
    %s
    <!-- End of the terms list -->

    <!-- ===================================================================== -->

    <h3 id="overview">3.2 SCOWT ontology overview</h2>

    <p>The design of an ontology for an ontology-based Competence Management system is one of the critical steps in the system development. In order to provide a solid and coherent structure to the ontology and all the concepts surrounding the "competence" definition, the European e-Competence Framework (e-CF) has been followed as a roadmap for defining the relations between core concepts. More specifically, the e-CF has defined the meaning and different relations between "Competence", "Skill", "Knowledge", "Proficiency Level" and the different ICT Process Areas. Once a stable foundation has been designed, transversal concepts related to organizational training process, like "Person", "Curriculum Vitae", "Project" or "Team" have been set and related between each other and between the ontology core concepts.</p>
	<p>The ontology has been designed from a philosophical point of view but also from a functional point of view. Being the key component and the intelligence of the competence management system, functional requirements have been taken into account in the design stage. In order to be as much accurate as possible extracting the functional requirements, "Competency Questions" have been used as the appropriate tool for determining the global scope of the ontology. The "Competency Questions" is a well-known tool used in Ontology Engineering for defining the objective of the ontology and focus the development process.  Finally, in the implementation of the ontology several vocabularies have been reused in order to facilitate the alignment of the potential users of the ontology to the Web of Data. Concepts like "Person", "Project", "CV" or "Company" are subclasses of other concepts with similar meaning in FOAF <a href="#foaf">[14]</a>, ResumeRDF <a href="#resumerdf">[15]</a> and GoodRelations <a href="#good-relations">[16]</a> among others.</p>

    <h3 id="example">3.3. Use Case Example</h3>

    <p>Here is a very basic document describing a practical use case of the ontology proposed:</p>
	<p>The ICT Company "Plantlogic" is executing a project "Project1" which requires 1 Project Manager (PM), 2 Java Senior Programmer and three Java
    Junior Programmer. The programmer roles are properly covered but the PM position isn't covered because there aren't enought PM in the Company.
	After starting a hiring process, they haven't found anyone for the job position so "Plantlogic" decide to provide a training to several
	employees that almost match all the requirements needed for the job position.
	"Plantlogic" Human Resources department follows the European e-Competence Framework for defining the professional competencies of its employees.
	In this context, the professional competencies, its level of proficiency and the Skills and knowledge requiredfor the job position are:
	
	</p>
	
	<dl>
	
	<dt>Project Planning</dt>
	<dd>Analyses and defines current and target status. Estimates cost effectiveness, points of risk, opportunities, strengths and weaknesses, with a critical approach. Creates structure plans; establishes time scales and milestones. Manages change requests. Defines delivery quantity and provides an overview of additional documentation requirements.</dd>
	
		<ol>
			<li><b>Proficiency Level:</b> Level 4. Acts with wide ranging accountability to take responsibility for complete project or product plan.</li>
			<li><b>Knowledge (Knows / Is familiar with / Aware of):</b>
				<ol>
					<li>effective frameworks for project governance</li>
					<li>typical KPI (key performance indicators</li>
					<li>basic decision-making methods</li>
				</ol>
			</li>
			<li><b>Skills (Able to):</b>
				<ol>
					<li>identify all potential targets for the project</li>
					<li>define the communication plan; identify key users and create related documentation</li>
					<li>produce project and quality plans including milestones</li>
					<li>ensure and manage adequate information for decision makers</li>
					<li>manage the change request process</li>
				</ol>
			</li>
		</ol>
		
	<dt>Architecture Design</dt>
	<dd>Specifies, refines, updates and makes available a formal approach to implement solutions, necessary to develop and operate the IS architecture. Manages the relationship with the business stakeholders to ensure that the architecture is in line with business requirements. Identifies the need for change and the components involved; hardware, software, applications, processes, information and technology platform. Ensures that all aspects take account of interoperability, scalability, usability and security.</dd>
	
		<ol>
			<li><b>Proficiency Level:</b> Level 3. Exploits specialist knowledge to define relevant ICT technology and specifications to be deployed in the construction of multiple ICT projects, applications or infrastructure improvements.</li>
			<li><b>Knowledge (Knows / Is familiar with / Aware of):</b>
				<ol>
					<li>architecture frameworks and systems design tools</li>
					<li>systems architecture requirements: performance, maintainability, extendibility, scalability, availability, security and accessibility</li>
					<li>costs, benefits and risks of a system architecture</li>
					<li>the company's enterprise architecture and internal standards</li>
				</ol>
			</li>
			<li><b>Skills (Able to):</b>
				<ol>
					<li>provide expertise to help solve complex technical problems and ensure best architecture solutions are implemented</li>
					<li>use knowledge in various technology areas to build and deliver the enterprise architecture</li>
					<li>understand the business objectives/  drivers that impact the architecture component (data, application, security, development...)</li>
				</ol>
			</li>
		</ol>
		
	<dt>Risk Management</dt>
	<dd>Specifies, refines, updates and makes available a formal approach to implement solutions, necessary to develop and operate the IS architecture. Manages the relationship with the business stakeholders to ensure that the architecture is in line with business requirements. Identifies the need for change and the components involved; hardware, software, applications, processes, information and technology platform. Ensures that all aspects take account of interoperability, scalability, usability and security.</dd>
	
		<ol>
			<li><b>Proficiency Level:</b> Level 2. Understands and applies the principles of risk management and investigates ICT solutions to mitigate identified risks</li>
			<li><b>Knowledge (Knows / Is familiar with / Aware of):</b>
				<ol>
					<li>corporate values and interests to apply risk analysis to</li>
					<li>the return on investment compared to risk avoidance</li>
					<li>good practices (methodologies) and standards in risk analysis </li>
				</ol>
			</li>
			<li><b>Skills (Able to):</b>
				<ol>
					<li>develop risk management plan to identify required preventative actions</li>
					<li>communicate and promote the organisations risk analysis outcomes and risk management processes</li>
					<li>design and document the processes for risk analysis and management</li>
					<li>apply mitigation and contingency actions</li>
				</ol>
			</li>
		</ol>
		
	</dl>
		
	<p>Alice is one of the internal applicant for this job position. Human Resources department has Alice's CV and is aware of her skills and knowledge.</p>
	
	<ul>
		<li><b>Alice's Knowledge (Knows / Is familiar with / Aware of):</b>
			<ol>
			
				<li>effective frameworks for project governance</li>
				<li>typical KPI (key performance indicators</li>
				<li>basic decision-making methods</li>
				<li>architecture frameworks and systems design tools</li>
				<li>systems architecture requirements: performance, maintainability, extendibility, scalability, availability, security and acessibility</li>
				<li>the company's enterprise architecture and internal standards</li>
			</ol>
		</li>
		
		<li><b>Alice's Skills (Able to):</b>
			<ol>
			
				<li>provide expertise to help solve complex technical problems and ensure best architecture solutions are implemented</li>
				<li>use knowledge in various technology areas to build and deliver the enterprise architecture</li>
				<li>understand the business objectives/  drivers that impact the architecture component (data, application, security, development...) </li>
			</ol>
		</li>
	
	</ul>
	
	<p>The beginning of the project is near so "Plantlogic" needs to provide a short Training so the Skills and Knowledge taught will be as shorter as possible.</p>
	<p>After a brief meeting and taking into account the internal applicants for the job position, the HR Manager has decided that the Skills and Knowledge that will be taught in this course will be the following:</p>		
	
	<ul>
		<li><b>Knowledge (Knows / Is familiar with / Aware of):</b>
			<ol>
			
				<li>costs, benefits and risks of a system architecture</li>
				<li>corporate values and interests to apply risk analysis to</li>
				<li>the return on investment compared to risk avoidance</li>
				<li>good practices (methodologies) and standards in risk analysis</li>
			</ol>
		</li>
		
		<li><b>Skills (Able to):</b>
			<ol>
			
				<li>identify all potential targets for the product or project</li>
				<li>define the communication plan; identify key users and create related documentation</li>
				<li>produce project and quality plans including milestones</li>
				<li>ensure and manage adequate information for decision makers</li>
				<li>manage the change request process develop risk management plan to identify required preventative actions</li>
				<li>develop risk management plan to identify required preventative actions</li>
				<li>communicate and promote the organisations risk analysis outcomes and risk management processes</li>
				<li>design and document the processes for risk analysis and management</li>
				<li>apply mitigation and contingency actions</li>
			</ol>
		</li>
	
	</ul>

	<p>After this introduction, all these information will be serialized in N3 format using SCOWT.</p>
	
    <div class="example" style="white-space: pre-wrap;">
      <pre>
       			#################################################################################
			#
			#	Use Case using SCOWT. N3 Serialization
			#
			##################################################################################

@prefix : &lt;http://purl.org/weso/ontologies/scowt#&gt; .
@prefix ex: &lt;http://www.example.org#&gt; .
@prefix rdf: &lt;http://www.w3.org/1999/02/22-rdf-syntax-ns#&gt; .
@prefix owl: &lt;http://www.w3.org/2002/07/owl#&gt; .
@base &lt;http://purl.org/weso/ontologies/scowt#&gt; .

			#######################################################################
			#
			#    Individuals Definitions
			#
			########################################################################

ex:Plantlogic rdf:type :Company .

ex:Project1 rdf:type :Project .

ex:Team1 rdf:type :Team .

ex:ProjectManager rdf:type :ProfessionalRole .

ex:JuniorProgrammer rdf:type :ProfessionalRole .

ex:SeniorProgrammer rdf:type :ProfessionalRole .

[	a 	owl:AllDifferent ;
	
	owl:distinctMembers ( ex:ProjectManager ex:JuniorProgrammer ex:SeniorProgrammer ) ] .

ex:CoursePM rdf:type :Course .

ex:Alice rdf:type :Employee .

ex:AliceCV rdf:type :CV .

ex:ProjectPlanningComp rdf:type :Competence .

ex:ArchitectureDesignComp rdf:type :Competence .

ex:RiskManagementComp rdf:type :Competence .

[	a 	owl:AllDifferent ;
	
	owl:distinctMembers ( ex:ProjectPlanningComp ex:ArchitectureDesignComp ex:RiskManagementComp ) ] .

					#######################################################################
					#
					#    Individuals relationships
					#
					########################################################################

					
ex:Plantlogic :worksIn ex:Project1 ;

			  :offers ex:CoursePM .

ex:Project1 :executedBy ex:Team1 .

ex:Team1 :requiresRole ex:ProjectManager, ex:JuniorProgrammer, ex:SeniorProgrammer .
		   
ex:ProjectManager :requiresCompetence ex:ProjectPlanningComp, ex:ArchitectureDesignComp, ex:RiskManagementComp .

ex:Alice :hasCV ex:AliceCV .

ex:AliceCV :describesSkill ex:S21, ex:S22, ex:S23 ;

		   :describesKnowledge ex:K11, ex:K12, ex:K13, ex:K21, ex:K22, ex:K24 .
		   
ex:CoursePM :providesSkill ex:S11, ex:S12, ex:S13, ex:S14, ex:S15, ex:S31, ex:S32, ex:S33, ex:S34 ;

			:providesKnowledge ex:K23, ex:K31, ex:K32, ex:K33 .
					
					#######################################################################
					#
					#    Competencies Definitions
					#
					########################################################################
					
ex:ProjectPlanningComp :hasGenericCompetence :ProductOrProjectPlanning ;
					
					   :hasSkill ex:S11, ex:S12, ex:S13, ex:S14, ex:S15 ;

					   :hasKnowledge ex:K11, ex:K12, ex:K13 ;
					   
					   :hasLevel :e4Level ;
					   
					   :hasDescription "Acts with wide ranging accountability to take<br/> responsibility for complete project or product plan"@en .

ex:ArchitectureDesignComp 	:hasGenericCompetence :ArchitectureDesign ;
	
							:hasSkill ex:S21, ex:S22, ex:S23 ;

					        :hasKnowledge ex:K21, ex:K22, ex:K23, ex:24 ;
							
							:hasLevel :e3Level ;
							
							:hasDescription "Exploits specialist knowledge to define relevant ICT technology and<br/> specifications to be deployed in the construction of multiple ICT projects, applications or infrastructure improvements."@en .

ex:RiskManagementComp :hasGenericCompetence :RiskManagement ;

					  :hasSkill ex:S31, ex:S32, ex:S33, ex:S34 ;
		
					  :hasKnowledge ex:K31, ex:K32, ex:K33 ;
					  
					  :hasLevel :e2Level ;
					  
					  :hasDescription "Understands and applies the principles of risk<br/> management and investigates ICT solutions to mitigate identified risks"@en .

			
					#######################################################################
					#
					#    Skills Definitions
					#
					########################################################################

ex:S11 rdf:type :Skill ;

	:hasSkillDescription "Identify all potential targets for the project" .	
	
	
ex:S12 rdf:type :Skill ;

	:hasSkillDescription "Define the communication plan; identify key users and create related documentation" .	
	

ex:S13 rdf:type :Skill ;

	:hasSkillDescription "Produce project and quality plans including milestones" .	
	

ex:S14 rdf:type :Skill ;

	:hasSkillDescription "Ensure and manage adequate information for decision makers" .	
	

ex:S15 rdf:type :Skill ;

	:hasSkillDescription "Manage the change request process" .	
		
		
#A.5. Architecture Design Skills

ex:S21 rdf:type :Skill ;

	:hasSkillDescription "Provide expertise to help solve complex technical<br/> problems and ensure best architecture solutions are implemented" .	
	

ex:S22 rdf:type :Skill ;

	:hasSkillDescription "Use knowledge in various technology areas to build and deliver the enterprise architecture" .	
	

ex:S23 rdf:type :Skill ;

	:hasSkillDescription "Understand the business objectives/drivers that impact<br/> the architecture component (data, application, security, development etc.)" .	
	
# E.3. Risk Management Skills

ex:S31 rdf:type :Skill ;

	:hasSkillDescription "Develop risk management plan to identify required preventative actions" .
	
	
ex:S32 rdf:type :Skill ;

	:hasSkillDescription "Communicate and promote the organisations risk analysis outcomes and risk management processes" .
	
	
ex:S33 rdf:type :Skill ;

	:hasSkillDescription "Design and document the processes for risk analysis and management" .	
	
ex:S34 rdf:type :Skill ;

	:hasSkillDescription "Apply mitigation and contingency actions" .
	
[ a owl:AllDifferent;

  owl:distinctMembers (ex:S11 ex:S12 ex:S13 ex:S14 ex:S15 ex:S21 ex:S22 ex:S23 ex:S31 ex:S32 ex:S33 ex:S34 ) ] .


					#######################################################################
					#
					#    Knowledge Definitions
					#
					########################################################################

# Project Planning Knowledge
				
ex:K11 rdf:type :Knowledge ;

	:hasKnowledgeDescription "Knows effective frameworks for project governance" .
	
	
ex:K12 rdf:type :Knowledge ;

	:hasKnowledgeDescription "Is familiar with typical KPI (key performance indicators" .
	
	
ex:K13 rdf:type :Knowledge ;

	:hasKnowledgeDescription "Is aware of the basic decision-making methods" .

	
# Architecture Design Knowledge
	
ex:K21 rdf:type :Knowledge ;

	:hasKnowledgeDescription "Knows architecture frameworks and systems design tools" .
	
ex:K22 rdf:type :Knowledge ;

	:hasKnowledgeDescription "Knows with systems architecture requirements: <br/>performance, maintainability, extendibility, scalability, availability, security and accessibility" .
	
ex:K23 rdf:type :Knowledge ;

	:hasKnowledgeDescription "Is aware of costs, benefits and risks of a system architecture" .
	
ex:K24 rdf:type :Knowledge ;

	  :hasKnowledgeDescription "Knows the company's enterprise architecture and internal standards" .
	
# Risk Management Knowledge

ex:K31 rdf:type :Knowledge ;

	:hasKnowledgeDescription "Knows corporate values and interests to apply risk analysis to" .
	
ex:K32 rdf:type :Knowledge ;

	:hasKnowledgeDescription "Is familiar with the return on investment compared to risk avoidance" .
	
ex:K33 rdf:type :Knowledge ;

	:hasKnowledgeDescription "Knows good practices (methodologies) and standards in risk analysis" .
	
[ a owl:AllDifferent;

  owl:distinctMembers ( ex:K11 ex:K12 ex:K13 ex:K21 ex:K22 ex:K23 ex:K24 ex:K31 ex:K32 ex:K33 ) ] .
      </pre>
    </div>


    <!-- ===================================================================== -->

    <h3 id="reference">3.4 Cross-reference for SCOWT classes and properties</h2>

    <!-- The following is the script-generated list of classes and properties -->
    %s
    <!-- End of the terms list -->

    <!-- ===================================================================== -->

    <h2 id="references">A References</h2>

    <dl>
      <dt class="label" id="rdf">Resource Description Framework (RDF) Model and Syntax Specification</dt>
      <dd>
        <em><a href="http://www.w3.org/TR/rdf-schema/">Resource Description Framework (RDF) Model and Syntax Specification.</a></em> Lassila, O. and Swick, R., 1999
      </dd>
    </dl>
	
	<dl>
      <dt class="label" id="ecf">European e-Competence Framework v.2.0</dt>
      <dd>
        <em><a href="http://www.ecompetences.eu/site/objects/download/5983_EUeCF2.0framework.pdf">European e-Competence Framework v.2.0.</a></em> CEN Workshop Agreement (CWA), 2010.
      </dd>
    </dl>
	
	<dl>
      <dt class="label" id="semweb">The Semantic Web</dt>
      <dd>
        <em><a href="http://www.scientificamerican.com/article.cfm?id=the-semantic-web">The Semantic Web. Scientific American.</a></em> Berners-Lee, T. et al, 2001.
      </dd>
    </dl>
	
	<dl>
      <dt class="label" id="core">The core competence of the corporation</dt>
      <dd>
        <em><a href="http://tle-inc.com/PDFS/FILES/resources/The%20Core%20Competencies%20of%20the%20Corp.pdf">The core competence of the corporation. Harvard Business Review.</a></em> Prahalad, CK. and Hamel, G., 1990.
      </dd>
    </dl>
	
	<dl>
      <dt class="label" id="levels">Competence levels within firms: a static and dynamic analysis</dt>
      <dd>
        <em>Competence levels within firms: a static and dynamic analysis.</em> Chiesa, V. Manzini, R., 1997.
      </dd>
    </dl>
	
	<dl>
      <dt class="label" id="class-history">Occupational Classification in History</dt>
      <dd>
        <em>Occupational Classification in History. The Journal of Interdisciplinary History. Vol. 3, No.1.</em> Katz, M., 1972.
      </dd>
    </dl>
	
	<dl>
      <dt class="label" id="hr-xml">HR-XML: Enabling Pervasive HR e-Business</dt>
      <dd>
        <em><a href="http://xml.coverpages.org/Allen-XML2001-HR-XML.pdf">HR-XML: Enabling Pervasive HR e-Business.</a></em> Allen C, Pilot L., 2001
      </dd>
    </dl>
	
	<dl>
      <dt class="label" id="proper">Leveraging Corporate Skill Knowledge - From ProPer to OntoProPer</dt>
      <dd>
        <em><a href="http://citeseerx.ist.psu.edu/viewdoc/summary?doi=10.1.1.16.921">Leveraging Corporate Skill Knowledge - From ProPer to OntoProPer. Proceedings of the Third International Conference on Practical Aspects of Knowledge Management. Basel, Switzerland.</a></em> Sure, Y. et al, 2000.
      </dd>
    </dl>
	
	<dl>
      <dt class="label" id="common">CommOn: A framework for building Competency-Based Systems dedicated to Human Resource Management</dt>
      <dd>
        <em><a href="http://ieeexplore.ieee.org/xpl/freeabs_all.jsp?arnumber=1708517">CommOn: A framework for building Competency-Based Systems dedicated to Human Resource Management. Proceedings of the 14th International Symposium on Methodologies for Intelligent Systems (ISMIS'2003). Maebashi City, Japan.</a></em> Trichet F., Leclere M., 2003. 
      </dd>
    </dl>
	
	<dl>
      <dt class="label" id="rdfs">RDF Vocabulary Description Language 1.0: RDF Schema</dt>
      <dd>
        <em><a href="http://www.w3.org/TR/rdf-schema/">RDF Vocabulary Description Language 1.0: RDF Schema. W3C Recommendation.</a></em> Brickley D, Guha R., 2004. 
      </dd>
    </dl>
	
	<dl>
      <dt class="label" id="impact">The Impact of Semantic Web Technologies on Job Recruitment Processes</dt>
      <dd>
        <em><a href="http://www.springerlink.com/content/p660272n87225x83/">The Impact of Semantic Web Technologies on Job Recruitment Processes. Wirtschaftsinformatik 2005. Bamber, Germany.</a></em> Bizer, C. et al, 2005. 
      </dd>
    </dl>
	
	<dl>
      <dt class="label" id="owl">OWL web ontology language overview</dt>
      <dd>
        <em><a href="http://www.w3.org/TR/owl-ref/">OWL web ontology language overview. W3C recommendation.</a></em> McGuinness, DL. et al, 2004
      </dd>
    </dl>
	
	<dl>
      <dt class="label" id="linked-data">Linked Data - The Story So Far</dt>
      <dd>
        <em><a href="http://eprints.ecs.soton.ac.uk/21285/1/bizer-heath-berners-lee-ijswis-linked-data.pdf">Linked Data - The Story So Far. International Journal on Semantic Web and Information Systems. Vol. 5, No. 3, pp 1-22.</a></em> Berners-Lee, T. et al, 2009.
      </dd>
    </dl>
	
	<dl>
      <dt class="label" id="foaf">FOAF Vocabulary</dt>
      <dd>
        <em><a href="http://xmlns.com/foaf/spec/">FOAF Vocabulary Specification.</a></em> Brickley D., Miller L., 2005
      </dd>
    </dl>
	
	<dl>
      <dt class="label" id="resumerdf">ResumeRDF Vocabulary</dt>
      <dd>
        <em><a href="http://rdfs.org/resume-rdf/">ResumeRDF: Expressing skill information on the Semantic Web. 1st International ExpertFinder Workshop. Berlin, Germany.</a></em> Bojars, U., Breslin J.G., 2007.
      </dd>
    </dl>
	
	<dl>
      <dt class="label" id="good-relations">GoodRelations Vocabulary</dt>
      <dd>
        <em><a href="http://www.heppnetz.de/ontologies/goodrelations/v1">GoodRelations: An Ontology for Describing Products and Services Offers on the Web.  Knowledge Engineering: Practice and Patterns. Springer Berlin Heidelberg, Vol. 5268/2008, pp 329-346.</a></em> Hepp M., et al, 2008. 
      </dd>
    </dl>
	
	
    <!-- ===================================================================== -->

    <h2 id="changes">B Recent Changes</h2>

	<h3>2011-03-25</h3>
	
    <ul>
      <li><p>First version of the ontology</p></li> 
    </ul>

	<!--
	
    <h2><a id="acknowledgements"></a>C Acknowledgements (Non-Normative)</h2>

    <p>...</p>-->

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